Assessing Candidate Stability: How Do You Really Know If They're Not Bluffing?

Can anyone please help me with how to check the stability of a candidate apart from their CTC?

Assessing Candidate Stability

How can we know if the person is stable? How do we know if they are really stable and not bluffing?

You used the word "Stability," and I request you to share more information on what exactly you were trying to extract from the interviewee. Please inform me of the interviewee's performance in the Written Test (APTITUDE, etc.). You need to understand their caliber as well.

Remember, the interviewee's response is proportional to the queries posed by the interviewer. If the interviewer is aware of the outcome of their own queries, I am sure he/she can identify where the interviewee has gone wrong. Interviewing an applicant is a skill and a process too.

With profound regards,

Can you explain what you expect? Is it to determine if the candidate is planning for a long-term career with the company, or to assess whether he has good subject knowledge about the area he is handling?

Dear all, thank you for your responses. It's been a few months since I started as an HR professional, but I'm still not clear on what questions to ask to assess a candidate's stability during an interview. My manager has high expectations of me, which I find challenging to meet. How do you think I can achieve my targets?

Challenges in Assessing Candidate Stability

Additionally, I come from a science background and lack knowledge of IT requirements, which are essential for the recruitment process. How can I ensure I fulfill my job responsibilities adequately?

I would appreciate any guidance you can provide. Thank you.

Regards,

To check an employee's stability:

1. Check their past employment record. How frequently have they changed jobs?
2. Check the family background. Are they staying with their family or not? Employees staying with their families are less likely to switch jobs easily.
3. Outstation candidates are more prone to moving.
4. Consider your own company's market profile. A good brand with competitive remuneration and good management is less likely to lose employees.
5. Consider the ambitions the employee mentioned during the interview. Do they align with their past employment track record?
6. Request a legal contract for a specified timeframe. Implementation would be up to you.

Regards,
Harpreet Walia

Kindly include these points in your checklist. It's not just easy to predict an applicant's stability from their past records. It has to be associated with the current assignment linked to their future. It is the present that has been added to our profile as the past.

Factors to Consider for Candidate Stability

A) If an employee has changed jobs within a specific time frame, "WHAT MADE THEM CHANGE." There are numerous factors to be considered.

B) Was/Is the job description (including Key Result Areas/Key Performance Indicators) of the interviewee's interest, rather than just making them work to achieve the organization's objectives? After appointment, if there is any change in the employee's job description reflected in Key Result Areas/Key Performance Indicators, it may lead to conflict.

C) The interviewee's acceptance/satisfaction levels associated with the package offered.

D) Any bitter experiences with their ex-employer that the interviewee would like to share to avoid such things being repeated.

It is the responsibility of the interviewer to extract (make the interviewee speak facts) as much information as possible during the interview process and to understand them as a whole. Perhaps in the future, to prevent either HR or the applicant (employee) from taking undue advantage, the interview process must be recorded for future cross-reference.

With profound regards,